About Sigma Elite

Sigma Elite isn’t just about recruitment. It’s about retention too

Having operated successfully within the manufacturing, engineering and technology sectors since 2005, Sigma Recruitment is always looking at ways of improving our service to clients. One such initiative is the Sigma Elite Recruitment System, which has seen us partner with one of the world’s leading psychometric profiling companies. Here are some of the many benefits of the Sigma Elite Recruitment System:

  • Psychometric job profiling – identifies the key traits and behaviours that the successful candidate will need to perform well in the position.
  • Psychometric candidate profiling – matches the candidate’s traits and behaviours against the job profile.
  • Mental agility candidate testing – measures each candidate’s “speed of thought” and mental agility.
  • Extended candidate guarantees – we provide a replacement recruitment service if the candidate leaves the company prior to a set agreed period.
  • Pre-employment check – We make sure you’re hiring who you think you are. (Includes education verification, ID, electoral roll & address verification & CCJ, bankruptcy, insolvency & IVA search. 5-year activity verification with 28-day gap verification and right to work document verification).
  • Improved retention levels – by recruiting with science, not luck.
  • A partnership approach to recruitment – We take a proactive support role from job definition to an appointment and post-appointment development.
  • Leading marketing and advertising support ensures that you attract the very best candidates, who can add value to your business.

The Sigma Elite Recruitment System follows a clearly defined three-step scientific process:

Step 1 – Benchmarking – (Identification of job requirements)

Key to the successful completion of every recruitment assignment is defining the type of person required for the role. This is achieved using: –

  • A job analysis document
  • A job survey
  • A detailed vacancy qualification discussion with one of Sigma’s specialist recruitment consultants

Step 2 – Recruitment

Attraction – We identify and attract the best talent through a variety of activities, including:

  • FREE advertising on over 6 leading national job boards (TotalJobs, Jobsite, Reed, Indeed, Zoek and LinkedIn)
  • Access to our extensive internal candidate database
  • A FREE bespoke E-shot, valued at £1,500
  • A pay per click social media advertising budget
  • Inclusion in our industry-leading recruitment website sigmarecruitment.co.uk – ranked by Google as the best performing websites in our sector

Selection – We filter talent to ensure long-term success and retention.

Selecting a candidate ensures that the best fit does not happen by chance, however, the Sigma Elite Recruitment System enables you to recruit with science and tangibles, not luck. The following are key elements of the Sigma Elite package:

  • Candidate psychometric profiling using the “Word Survey” which measures personality and behavioural traits against the psychometric job profile generated by the job survey.
  • Job fit interview guide– This tool compares the job survey against the candidate profile (Word Survey) and produces a bespoke 60-minute structured interview guide providing insightful questions, thus allowing you to compare candidates against required behaviours/competencies.
  • Mental agility tests allow you to measure each candidate’s “speed of thought” and mental ability.
  • Interview support provides assistance to create a tangible test of skills to confirm candidates have the required technical skills and knowledge.
  • Candidate presentation – this includes CV, skills matrix, competency question response, psychometric survey report and optional video profile.

Step 3 – Retention & Development

The Sigma Elite Recruitment System is a genuinely all-encompassing approach to recruitment and retention. As such, the successful candidate will undertake a Self-Development Survey – a 30-page self-development and coaching guide that’s bespoke to each candidate and ties in with their psychometric profile. This tool has been proven to improve performance, increase job satisfaction, provide a framework to develop talent and, most importantly, increase retention rates.

The resources utilised during the Sigma Elite Recruitment System ensure that the retention of employees who have gone through the process is greatly improved when compared to those employees recruited under “a scattergun” non-scientific approach to recruitment.

*Please note that certain features of the Sigma Elite Recruitment System will incur additional fees.

Job Analysis

The Sigma Elite Job Analysis is a discussion document that helps stakeholders identify key factors required for the role.

The Sigma Elite job analysis is a discussion document that helps stakeholders identify key factors required for the role. The job Analysis allows users to consider and rank needs based on three different assessment levels.

Stakeholders are encouraged to consider what skills, qualifications and experience a successful candidate might need. They’re also asked what attributes, qualities and behaviours would best suit to needs of the role.

Why use it?

  • It will find star performers by defining the behaviours required
  • It ensures all stakeholders agree on the needs of the role
  • It tests definitions e.g. what does office ‘support’ actually mean?

Who participates?

Groups or individuals responsible for recruitment should complete the Job Analysis. The Job Analysis is then conducted by one of the leading psychometric testing companies in the UK, working in partnership with Sigma Recruitment.

Job Survey

The Sigma Elite Job Survey is an online tool and includes 6 reports and assists to define the behavioural requirements for any job at any level.

The Sigma Elite Job Survey is an online tool that consists of six reports and assists to define the behavioural requirements for any job at any level. Within our recruitment system, the job survey is used to create an internal benchmark for the role by establishing the type of behaviours you believe will assist a person in that job. A job description (tasks and duties) will tell us what we want someone to do and the job survey will tell us how we want them to do it.

The Job Survey® includes:

  • A Profile Graph & Interpretation report – A picture of the specific temperament/ behaviour pattern for this role.
  • A Leadership Profile – an overall summary of the leadership requirements for this position followed by a breakdown of how candidates should approach motivating and team building. It also highlights how candidates should approach problem-solving, decision-making, leading change and, finally, a description of the developmental considerations that would be associated with these behaviours.
  • A Selling Style Report – a summary of the behavioural requirements for a sales position followed by a breakdown of how candidates should approach prospecting, presenting and closing.
  • Interviewing Questions – Behaviour-based questions that specifically relate to the role. These are designed to elicit responses that will help the candidate describe how s/he has behaved in similar situations in the past.
  • Reference Checking Questions – Behaviour-based questions that specifically relate to the role. These are designed to elicit responses from a reference supplier. This will help illustrate how the candidate has behaved in similar situations in the past.

Why use it?

  • The Job Survey creates consistency when recruiting
  • It establishes the behaviours you want in a role
  • Line managers can identify candidates who are best suited to the role
  • You can create an internal benchmark for every role in the organisation
  • Reports are emailed within minutes of completion
  • You can re-evaluate a role after a long-standing employee has left to ensure job behaviours are up to date with organisational needs

Who completes it?

Anyone responsible for recruiting can complete the Job Survey. The output is used to highlight any differences or conflicts stakeholders might have. This ensures agreement on the behavioural requirements of the role.

The Job Survey is conducted by one of the leading psychometric testing companies in the UK, in partnership with Sigma Recruitment.

Word Survey

The Sigma Elite Word Survey is personality profiling tool which is online based and takes 10-20 minutes to complete.

The Sigma Elite Word Survey is an online-based personality-profiling tool, which takes 10-20 minutes to complete. The personality test measures core personality traits, as well as how a person is behaving in their current role or job. The analysis between the two shows any adjustments the individual is making. This is important, as it includes high and low morale etc. Essentially, the test indicates how a person’s temperament is likely to influence their future behaviour. This, in turn, helps identify strategies to recruit, manage, develop and retain.

The Word Survey includes:

  • A Profile Graph
  • An Interpretation Report
  • A Leadership Profile
  • A Selling Style Report
  • Interviewing Questions
  • A Management Overview
  • Motivating Factors
  • Strategies for Coaching and Developing
  • A Learning Style Report
  • A Team Approach

Benefits of the Word Survey tool

Using the word survey tool will allow you to:

  • Understand what candidates will bring to the job behaviourally
  • Manage and develop more effectively
  • Improve interviews
  • Induct more quickly
  • Reduce turnover

The Word Survey generates 10 reports that are broken into 3 sections: Understanding, Recruiting/Promoting and Managing/Coaching tips.

The reports include:

The Profile – A graphical summary that provides trained interpreters with a picture of his/her temperament/behaviour patterns – illustrating their natural style of behaviour and noting any changes they may be making because of their current situation.

Interpretation Report – This report provides a comprehensive and fundamental understanding of the potential assets (the individual will bring to the job, possible areas for development/concern and an indication of any adjustment to their current situation.

Leadership Profile – Provides a summary of their likely behaviour in a leadership role. Use this report if they are currently in or, an applicant for, a leadership position in your company, or if they may be required to assume leadership responsibilities from time to time (e.g. projects, meetings, special assignments

Selling Style Report –Provides a summary of his/her likely behaviour in a sales role. Use this report if he/she is currently in, or an applicant for, a sales role in your company, or if, in their current role, they’re expected to sell ideas or solutions or persuade others to her point of view etc.

Interviewing Questions – Behaviourally based Interviewing Questions are used to probe into candidates past on-the-job behaviours to allow you to predict future on the job behaviours.

Management Overview – This report can be used on a regular basis as a quick reminder of his/her profile. Be sure to study the other fuller reports before giving feedback or making decisions.

Motivating Factors – Use this report to understand his/her inner needs in order to assess whether they’re being met in their current job or if they would realistically be met in a potential new role.

Strategies for Coaching and Developing – This report gives guidance on how to work with them effectively. If you have a copy of your own ‘Do’s and Don’t’s, (found in this same report), comparing your expectations with theirs will be especially enlightening.

Developmental Learning Style Report – To select the best training approach, use this report if you’re training him/her on a one-to-one basis or considering investing in formal training courses for them. Any induction process will go much more smoothly if you understand and use this report in their first few weeks on the job.

Team Approach – This report will enable you to understand how they work in a team. If they’re currently on your team, you can compare this report with the Team Approach Reports of other members of the team. This will add considerably to your understanding of your team’s current dynamics. If he/she is an applicant, use this report to see how their style might impact those dynamics.

Mental Agility Tests

A Mental Agility Test measures an individual’s speed of thought, general mental agility and several key components of ‘intelligence’ against job requirements. This is a critical factor in job performance. Mental agility indicates the ability of an individual to think, learn and quickly absorb new information, systems and processes. It assesses vocabulary, verbal reasoning skills and the ability to perform simple mathematical functions.

A high score on an agility test does not mean that a person will be effective in a specific job. Nor does a low score indicate that a person will be ineffective. Scores must be assessed relative to the needs of a specific role.

Why use a Mental Agility Test?

A Mental Agility Test allows you to recruit candidates with the level of ability in the speed of thought required for your role. There are three types of mental agility used by Sigma Elite:

Mental Agility Test 1

Applicable to most groups, it contains 50 questions with a 15‐minute time limit. High performers in this test are of exceptionally high ability. E.g. top executives, research and professionals, some engineering and technical salespersons. People with this ability rating will be bored when employed for ongoing routine tasks.

Mental Agility Test 2

This test is appropriate for roles that require less mental ability and agility. It contains 50 questions with a 15-minute time limit. High performers will be individuals with above-average ability at this level, e.g. skilled technical people, non-complex service employees, some shop floor supervisors and first-line managers.

Mental Agility Test 3

This is the most basic agility test available. It contains 36 Questions with a 20-minute time limit. It’s appropriate for ancillary and shop floor staff where a basic understanding of language, numeracy and the simple technical drawing is required.

All Mental Agility Tests are conducted by one of the leading psychometric testing companies in the UK, working in partnership with Sigma Recruitment.

Job Fit Interview Guide

Support to help job interviewing techniques

This provides support to help you with job interviewing techniques. Essentially it’s a practical report to help managers interview better that includes:

  • A pre-interview checklist
  • A one-hour interview structure
  • A candidate-job comparison
  • Tips for a successful interview
  • A post-interview checklist

Why use it?

The Job Fit Interview Guide provides a list of targeted, role-specific interview questions to draw examples from the candidate’s past experience. It will help: –

  • Structure an interview
  • Keep candidate questioning consistent
  • Ensure interview notes are recorded
  • Provide behavioural-based questions

In short, this tool provides a way to ensure consistent interview practice. Questions are tailored to the candidate based on their Survey profile and the behavioural needs of the role. Many interviews rely solely on competency-based questions. This report enables you to integrate key behavioural competencies as well.

Who completes it?

The interviewer will complete the Job Fit Interview Guide. A unique Job Fit Interview Guide is generated for each candidate. The interviewer can make their notes in the space provided. This is good practice and demonstrates fairness and consistency across all candidates.

The Job Fit Interview is conducted by one of the leading psychometric testing companies in the UK working in partnership with Sigma Recruitment.

Self Development Survey

Development assisting retention

The Sigma Self Development Survey

Development assisting retention

The Sigma Elite self-development plan and coaching tool creates a comprehensive development plan based on an individual’s natural temperament. The plan identifies and optimises an individual’s strengths and helps to manage developmental areas that may decrease personal effectiveness. It includes:

  • Your behavioural profile
  • A personal analysis of your strengths and limitations
  • Helpful suggestions and actions
  • Tips for getting input from your manager or coach
  • A personal action plan

Why use our Self Development Survey?

  • It will improve performance
  • It will increase job satisfaction
  • It provides a vehicle to develop talent
  • It’s a useful career coaching tool
  • It will help with personal development

In summary, the Self-Development Survey helps individuals understand ‘what makes them tick’ and how to maximise those strengths and includes 5 sections:

  • A summary of your behavioural profile
  • Ways to optimise your strengths
  • Ways to manage your developmental areas
  • A guide to getting input from your manager or coach
  • Detailed action plan
© Sigma Recruitment Ltd. 2020 Company Number 5659374 | VAT No: 869514188 | Terms of Service | Cookie Policy | Privacy Policy